Wednesday, May 18, 2011

For Management Movement to develop it is essential there should be emphasis on participative management analysis

“For Management Movement to develop it is essential there should be emphasis on participative management analysis this statement in the context of present management scenario, citing examples.

Ans. Participative or participatory management, otherwise known as employee involvement or participative decision making, encourages the involvement of statement at all levels of an organization in the analysis of problems, development of strategies, and implementation of solutions. Employees are invited to share in the decision-making process of the firm by participating in activities such as setting goals, determining work schedule, and making suggestions. Other forms of participative management include increasing the responsibility of employees (job enrichment); forming self-managed terms, quality circles, or quality of work life committee; and soliciting survey feedback. Participative management, however, involves more than allowing employees to take part in making decisions. It also involves management treating the ideas and suggestions of employees with consideration and respect. The most extensive form of participative management is direct employee ownership of a company.

Four process influence participation. These processes create employee involvement as they are pushed down to the lowest levels in an organization. The farther down these processes move, the higher the level of involvement by employees. The four processes include:-Information sharing, which is concerned with keeping employees informed about the economic status of the company.
• Training, which involves raising the skill levels of employees and offering development opportunities that allow them to apply new skills to make effective decisions regarding the organization as a whole.
• Employee decision making which can take many forms, from determining work schedules to deciding on budgets or processes.
• Rewards, which should be tied to suggestions and ideas as well as performance.

A participative management style offers various benefits at all levels of the organization by creating a sense of ownership in the company,participative management instills a sense of pride and motivates employees to increase productivity in order to achieve their goals.

Employees who participate in the decisions of the company feel likethey are a part of a team with a common goal, and find their sense of self-esteem and creative fulfillment heightened.

For example, Mangers who use a participative style find that employees are more receptive to change than in situations in which they have no voice changes are implemented more effectively when employees have input and make contributed to decisions. Participation keeps employees informed of up coming events so they will be aware of potential changes.

The organizational can then place itself in a proactive mode instead of a reactive one, as managers are able to quickly identify areas of concern and turn to employees for situations.
Participation helps employees gain a wider view of the organization. Through training, development opportunities, and information sharing, employees can acquire the conceptual skills needed to become effective managers or top executives. It is increases the commitment of employees to the organization and the decisions they make.
Creativity and innovation are two important benefits of participative management. By allowing a diverse group of employees to have input into decisions, the organization benefits from the synergy that comes from a wider choice of options. When all employees, instead of just managers or executives, are given the opportunity to participate, the chances are increased that a valid and unique idea will be suggested.
A common misconception by managers is that participative management involves simply asking employees to participate or make suggestion box. In order for participative management to work, several issues must be resolved and several requirement must be met. First, managers must be willing to relinquish some control to their workers; managers must feel secure in their position in order for participation to be successful Often managers do not realize that employed respect for them will increase instead of decrease when they implementation a participative management style.

The success of participative management depends on careful planning and a slow, phased approach, changing employee’s ideas about management takes time, as does any successful attempt at a total cultural change from a democratic or autocratic style of management to a participative style. Long-term employees may resist changes, not believing they will last. In order for participation to be effective, managers must be genuine and honest in implementing the program. Many employees will need to consistency see proof that their ideas will be accepted or at least seriously considered. The employees must be able to trust managers and feel they are respected.

Successful participation requires managers to approach employee involvement. With an open mind. They must be open to new ideas and alternative in order for participative management to work. It is important to remember that although the manager may not agree with every idea or suggestion an employee makes, how those ideas are received is critical to the success of participative management.

Many companies have experienced the positive effects of participative management. Employees are more committed and experience more job satisfaction when they are allowed to participate in decision making. Organizations have reported that productivity improved significantly when managers use a participative style. Participative management is not an easy management style to implement. It presents various challenges and does not succeed overnight. Managers will be more successful if they remember that it will take time and careful planning before they will see results. Starting with small projects that encourage and reward participation is one way to get employees to believe that management is sincere and trustworthy.

• Some people such as Dennis Collins argue that “… workplace democracy is inevitable”. While this is not a proven movement more are more companies are giving participate management a chances. McNabb and Whitfield find that larger establishments that are part of big organizations have a strong willingness to embrace different forms of employee participation. Also, workplaces that have been recently established and those that make use of advanced technology arte more likely to have introduced some form of employee participation schemes. As new companies enter the organizational fray and technology based companies and services continue to multiply is a reasonable assumption that they make use of proven organizational systems. New organizations will have an easier time instilling the culture of participative management, than order organizations that have to go through a change in culture. With more studies being conducted on the success of organizations that use participative management, new organizations will more be more likely to adopt this form of management into their core values.

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